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Published by Ashraf Hussain

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Published by: Ashraf Hussain on Dec 27, 2011
Copyright:Attribution Non-commercial


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Assignment Set- 2
Q.1 Explain the characteristics and categories of competency.Ans: -
A competency is a reliably measurable, relatively stable characteristic of aperson, team or an organization that causes and statistically predicts ameasurable level of performance.One of the first competencies for most of the people is in securing employmentwith a new organization. Organizations that are decisively using new methods tochoose talent for positions or project roles are engaging in what is calledcompetency-based interviewing and selection.
are the two basic levels of competencies.
deal with the acquired knowledge and technical abilities andskills. These competencies are easier to check, train and develop. Some of theexamples of technical competencies include knowledge of applicable legislationand case law, knowledge of assessment methods.
Behavioral competencies
are harder to see and develop but are the keyindicators to show how an individual approaches his/her work, such ascommunication skills or team member skills.
Competency characteristics
A competency is a reasonably profound and long-term part of a person’spersonality and can forecast behavior in a wide range of situations and job tasks.It also causes or forecasts behavior and performance of an individual. Thecompetency forecasts who has performed well or poorly, which is evaluated on aspecific criterion or standard.Motives: The things a person constantly thinks about or needs that cause action.Motivation drives, directs, and selects an individual’s behavior toward certainactions or goals and away from others. E.g.: Achievement-motivated peopleconsistently set challenging goals for themselves and use feedback to do better.Traits: They are the physical characteristics of a person and consistent responseto a particular situation or information. E.g. instant reaction time and goodeyesight are physical trait competencies of combat pilots.
Self-concept and values: A person’s attitude, ethics, or character. E.g. Self-confidence, a person’s belief that he can be effective in any situation is a part of that person’s concept of self.Knowledge: Information a person has in certain specific areasSkill: The ability to perform a certain level of physical or mental task. Manyorganizations in India and abroad are putting their efforts in mappingcompetencies and implementing assessment and development centers.
Categories of competencies:
Competencies can be categorized into following groups:1. Generic competenciesGeneric Competencies are important for all employees, regardless of their function or level are communication skills, teamwork, result oriented approach,and interpersonal skills.2. Managerial competenciesManagerial Competencies are considered necessary for employees withmanagerial or administrative responsibility in any serviceable area includingdirectors and senior positions are communication skills, Management skills, teamplayer, and people handling skills.3. Technical/Functional competenciesThese are the Specific Competencies which are crucial to perform any job in theorganization within a definite technical or functional area of work. They areBusiness knowledge/domain knowledge, presentation skills, analytical thinking,problem solving, strategic thinker, listening skills, business writing, leadership &credibility, planning & organizing, initiative & creativity.4. Differentiating competenciesThese Competencies mainly differentiate the superior performers from ordinaryperformers which results in orientation, influence, and initiative.5. Threshold competencies
These Competencies require a minimum level of expertise in a particular field for  job success, but a higher level of proficiency is not desirable as it is notnecessarily related with superior performance. Threshold competencies however do not distinguish superior from average performers.6. Transformation competenciesGenerally the managers and employees are found weak in these competencies,which if improved will most likely to result in improved performance.Competency modelThe development of competency models depends on the goals and objectives of the organization, and the business that the organization is in.In a broader sense the competencies are categorized into two types:Core competency.Role specific competency.The core competencies are those that are required by all employees. Foexample, initiative and drive might be a core competency for each employee inthe organization.The key stakeholders are particularly invited to take part in brainstormingsessions while performing a competency modeling for an organization. Typicallythe human resources department takes the step to define competencies. Thestrategic marketing team and the delivery team provide inputs on thecompetencies and on the gaps they experience during project executionrespectively that would provide the organization a competitive edge. Thebrainstorming and debate session helps in enlightening the competencies thatthe stakeholders perceive to be important.
Q.2 Elaborate the concept of talent acquisition in detail.Ans: -
Talent acquisition [1] is an influential software tool used to administer allthe sub-processes that are involved in recognizing, attracting, and finallyemploying highly-talented and skilled people who are more productive for thecompany. The main advantage of the talent acquisition software is that itreorganizes the complete hiring process and significantly decreases the overallrecruitment expenses. It also facilitates the managers and recruiters in a single

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